LATEST C-THR86-2405 PREPARATION MATERIALS: SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS COMPENSATION - C-THR86-2405 STUDY GUIDE - 2PASS4SURE

Latest C-THR86-2405 Preparation Materials: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation - C-THR86-2405 Study Guide - 2Pass4sure

Latest C-THR86-2405 Preparation Materials: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation - C-THR86-2405 Study Guide - 2Pass4sure

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SAP C-THR86-2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.
Topic 2
  • Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
Topic 3
  • Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 4
  • Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.
Topic 5
  • Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q21-Q26):

NEW QUESTION # 21
Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?

  • A. In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow
  • B. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
  • C. In Display Settings use min-max*Hard Limit No*High/Low Action Allow
  • D. In Display Settings use min-max*Hard Limit No *High/Low Action Warn

Answer: C


NEW QUESTION # 22
Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = "SALARY")
*Pay Component (id = "CARALLOWANCE")
*Pay Component (id = "HOUSEALLOWANCE")
*Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?

  • A. Map TC to the standard Current Salary field.
    *Use the Merit column for the TC update.
    *Extract the new TC with a report manually create import files to update EC.
  • B. Map TC to the standard Current Salary field.
    *Use the Merit column for the TC update.
    *Use the finSalary field some custom columns to calculate the components publish those back to EC.
  • C. Map TC to the standard Current Salary field.
    *Use the Merit column for the TC update.
    *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
  • D. Map SALARY to the standard Current Salary field TC to meritTarget.
    *Use merit to update the TC use custom fields to allow planners to update the allowances.
    *Publish each component back separately.

Answer: C

Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "Map TC to the standard Current Salary field. Use the Merit column for the TC update.
Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. ThefinSalaryfield can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.


NEW QUESTION # 23
Your client would like a specific population of inactive employees to be included in the worksheet.Which combination of settings allows you to achieve this?

  • A. Select "All employees are eligible' under Eligibility Settings, and update eligibility rules to INCLUDE the desired inactive employees
  • B. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to EXCLUDE the undesired inactive employees
  • C. Select 'All employees are eligible" under Eligibility Settings, and update eligibly rules to EXCLUDE the desired inactive employees
  • D. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to INCLUDE the desired inactive employees.

Answer: D


NEW QUESTION # 24
Your client, who uses SAP SuccessFactors Employee Central wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?

  • A. Check if the Event Reason is New Hire and the effective date is 2 years ago
  • B. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees
  • C. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years
  • D. Check the Hire Date field to see if the employee started at least 2 years ago

Answer: D


NEW QUESTION # 25
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

  • A. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
  • B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
  • C. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
  • D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Answer: B

Explanation:
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under theDefine Standard Validation Rulessection, you can set aForce Comment Rulewith the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onForce Comment Rules.


NEW QUESTION # 26
......

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